071: A Multigenerational Approach to Wellness with Brett Powell, Vice President at the American Institute for Preventive Medicine

In the week’s Redesigning Wellness Podcast, Jen sits down with Brett Powell, Vice President and Wellness Consultant at the American Institute for Preventive medicine. He initiated some great research around the different generations in the workforce. Together, Jen and Brett discuss what he observes clients doing around wellness in the workplace, what advice he gives to them, and how to best build a wellness program that is appealing to multiple generations.

They also dive deep into the multi-generational research that he conducted and published in 2016. Finally, Brett gives the listeners tangible tips on how to apply this research and he generously offers the survey questions that he used so any of wellness professionals can access them and apply them to their current initiatives.

3 Key Points

It’s important to include multiple modalities of communication as well as specially-crafted messaging for each generation when creating a wellness program. Each generation prefers different routes of communication and are motivated by varied factors.

The more personal we can make our programs, the more effective we will be.

When looking for input on your programs, survey various generations and have at least one representative of each generation on a wellness committee

Transcript:

Jen Arnold: And thank you for humoring me with the video. We’ll see how long I keep up this video trend. I think at some point I might just kill it, but right now we are going for it.

Brett Powell: Alright. Well, I’m happy to be here visually as well then.

Jen Arnold: Alright. So, tell us a little bit about you and your role at the American Institute of Preventive Medicine.

Brett Powell: Sure. So, I feel like the two are almost one and the same, you know me and my role at AIPM at this point. A lot of my life is consumed not just by work, but also I enjoy living a healthy lifestyle and practicing what I preach, so to speak. So, in my spare time I spend a lot of time living the things that I talk about. But, as far as my role at AIPM, I’d say there’s three primary areas that I focus on. One is, and probably my favorite, is working directly with our clients from the strategic consulting stand point to help drive their wellness mission and their goals. I’d say number two is in product development and the direction of AIPM and where we are headed in the future with our products and programs. Then the third area is in thought leadership. So, conducting research projects here at the institute, speaking at conferences, writing articles and blogs, and even conducting podcast interviews on occasion.

Jen Arnold: Glad you got us in there for your thought leadership. So, what’s your background?

Brett Powell: My background is in psychology, so I studied at the University of Michigan and majored in psychology and wasn’t exactly sure that I would end up utilizing that degree in a health promotion wellness capacity, but I’m glad that I did study psychology because I think it is quite relevant to my work. A lot of what we do as health professionals is trying to motivate people to make change, and so I think psychology lends itself nicely to that endeavor. But I also come from a little bit of a unique background, in that my education in health and wellness pre-dates even my studies at Michigan, in that I’m a second-generation wellness professional. My father is in the field and you are familiar with him. And my mother is a yoga instructor. So, I got it from all angles growing up.

Jen Arnold: You had no choice. You had to do that. I always said if I go back to school, which I have no intention of doing, I would go for psychology. I find it fascinating.

Brett Powell: Okay. Excellent.

Jen Arnold: We’ll see. So, before, I … We’re going to get in the study in just a minute. But, one of the things you said you do is working with clients and help them with their strategic plan. What are your really saying among your clients today in terms of their health and wellness initiatives?

Brett Powell: Well, that’s a loaded question because it really depends on the organization. For instance, I sit on the wellness committee for FCA, which people would know as Chrysler, but it’s Fiat Chrysler Automotive now. The challenges that they face with the geographical dispersion and just the sheer number of employees that they have is remarkable.

I mean, one of the projects we are working on with them is building out a really solidified and organized wellness network of champions and it’s difficult to conceive of that an organization like that wouldn’t already have a program like that in place. But, when you are dealing with the kind of numbers that they have, and the different stakeholders at play, it can be quite difficult. So, that’s an example of something at quite a large organization.

Some of our smaller groups, I would say that they are … one the bigger trends that I’m seeing is moving away from more traditional wellness, HRA, screening, biometric type things, and finding alternatives and really focusing on the behavior change as a strategy as opposed to evaluation as a strategy.

Jen Arnold: So, are you leading that or are you introducing them to the concept of “you don’t need to have a health assessment or biometric screening,” or are they coming to you with the question of do we really need this, or a combination of both?

Brett Powell: I’m trying to lead that as much as I can. So, yeah, I would say a lot of it is led by us, explaining to them alternative program options, letting them know that those aren’t necessary components and showing them why. Some of them are open to it, some of them are not. But, we are certainly encouraged by the ones that are open to it and we’ll continue to advise in that direction.

Jen Arnold: The ones that aren’t open to it, are they just ingrained in that pattern of thinking or have they gotten feedback from their employees that they love it, what’s the deal with those?

Brett Powell: Yeah, I would say that probably not the latter. It’s generally not because employees just love the programming. I’d say it’s more leadership looking at evaluation as the one tangible piece that they can look at year to year that, “This is our wellness program, we get this data and we can compare year to year.” A lot of the financing and the C-suite that’s approving the program wants to see some sort of data because the company in general is used to looking at data. They are looking at financial data of the company. So, this is a measurement of either success or lack thereof. Because of that, I think that filters down to HR where their hands are sometimes tied in that they can’t just simply remove that aspect of the program. I think there is an element of comfort with that. That’s what they have been doing for the last 10 – 15, sometimes 20 or even 30 years, and so breaking away from that can be tough.

Jen Arnold: Yeah. Okay. Last questions on this and then we’ll go in to the study. Are people seeing success? If they are looking at the data, I’m just imagining … I’m trying to imagine what success they are possibly seeing. I mean are they seeing improvements in biometric measures, or are they just continuing to see maybe participation numbers?

Brett Powell: Yeah. What I’m seeing the most is that they take a look at participation and they look at that as a measure of success. So, as long as they are getting a certain number of people involved in screening in HRA, they are considering that a successful program. We’re trying to guide them in another direction, show them that participation can look differently than just simply getting pricked and poked. There are other ways to participate in a wellness program. Some often times more effective to participate. So, we’re moving the needle slowly but surely and we’re perfectly okay with working with groups who maintain HRA’s and biometrics as a priority and we’ll respect that, and then let them know that it is not the end of your program, that’s just the tip of the iceberg. And then try to get them involved in some more thorough follow up programming.

Jen Arnold: Right, right. Thank you for trying to push the envelope a little bit. Truly it’s appreciated. But, of course you need to respect what your clients want to do-

Brett Powell: Yeah.

Jen Arnold: And if they want to stick to it, then, you know-

Brett Powell: Yeah. Absolutely.

Jen Arnold: Maybe they will slowly get on board eventually.

Brett Powell: Eventually. You know I’ve always noticed that within wellness the actual practice of the field, I think is around at least five, sometimes 10 years behind where the thought leadership is. So, more and more I’m hearing other leaders talk about the fact that we should get past HRA’s and biometrics and I think if you give it five or 10 years the field will catch up.

Jen Arnold: Oh, good Lord. I know I’m supposed to be patient but … five or 10 years will be here before you know it, so yeah-

Brett Powell: Yeah, it will.

Jen Arnold: I think you are right on that though. I mean even getting on board with the health assessment biometric screening when that was the kind of what was involved at the time it took people a while to get on with that so-

Brett Powell: Yeah.

Jen Arnold: I think that’s a good estimate. Alright, I’ll be patient. Let’s talk about the research that you all did. You conducted a survey in 2015 to investigate the attitudes and preferences towards wellness among the different generations in the workforce. Where did this come from? Was it just part of your, “Hey we need to look at what’s going on with all the generations in the work force.” And, what inspired you all to do this research?

Brett Powell: Yeah. So, back in 2009, I was a young lad in the field and just actually 24 at the time, and I started to think about millennials as it relates to wellness programs. I noticed that sometimes millennials were a tough population to reach. And so I started to just scour the internet to try to find any studies that I could in regard to engaging millennials in general in the work force and then specifically in health related programs, and there wasn’t that a lot out there.

I found a little bit … There’s a lot of literature about millennials, there wasn’t so much about engaging millennials in health-related programing. So, that’s sort of where the idea was planted that eventually I might want to do some research. Due to my kind of taking a look at the topic, even before we conducted our own study I started presenting on the topic at various conferences, and I noticed that there was also the desire to hear about generations other than millennials. So, I expanded the research in to all of the generations and was continuing to present on that topic.

And, then finally in 2014, we began to develop the survey that we would end up using in the study, and then eventually conducted our own research, which I was quite happy to do because as I mentioned, there just wasn’t a whole lot of research out there. That’s what led to it.

Jen Arnold: And, then who did you actually survey? What was your population?

Brett Powell: So, we had 11 partner organizations. They covered a wide variety of organization types, everything from law firms to typical businesses. We did have a rather large healthcare population that did somewhat skew the eventual responding pool because they were so large, but we had over 12,000 eligible lives and received a really nice response rate, so we were able to gather some really nice data from that survey.

Jen Arnold: Wow. When you were a young lad, I like when you said that, like you are not young anymore, I mean like you were younger then-

Brett Powell: Young, younger, relative. That’s a relative term. Yes.

Jen Arnold: And so, what were you thinking when you went in to that? Went in to the research looking at the research, did you have a hypothesis, or did you assume you knew what the data was going to say?

Brett Powell: Yes. So, we conducted a pretty extensive survey. So it wasn’t just taking a look at general items. I mean, we really got specific in terms of what topics would be of interest, motivations, and incentives and really drilled down in to some specific program components. But at a high level, we thought what most people would think is that younger people would gravitate towards more high-tech modalities of learning and older individuals would gravitate more towards high touch modalities.

Certain topic areas, we thought were pretty easy to predict, so something like managing a chronic illness or preventing injury, we thought would inherently be more interesting as you increase in age, and I think that’s pretty reasonable. But to be quite honest, one of the reasons we really were excited about conducting this research is that there were so many unknowns, so many topic areas that were difficult to predict. So, for that reason, it made the research exciting and we were sitting on hands and needles waiting to see what the results would bear out.

Jen Arnold: I love that. Only if little wellness nerd would get so excited about it. I just can’t wait.

Brett Powell: Guilty. Guilty as charged.

Jen Arnold: So, what surprised you the most from the results?

Brett Powell: There were a couple of things that were indeed surprising. One of the questions we asked was … and we … obviously by age, was, “Do you own a fitness device? Do you use a personal fitness device like a Fitbit or other brand?” We expected that younger people would more readily have a fitness device and we found the exact opposite. That age was correlated with having a device. So, as people got older, they were more likely to have a device.

Jen Arnold: Which was nuts. When I read that survey, I was like, ” I hope he addresses this,” because that was not what I expected.

Brett Powell: Yeah. It’s just not what we expected and there’s always like the hindsight bias right. When I think about it, really younger millennials often times are using an app on their phones that can track a lot of their data. And I started to think about when I see Fitbits out there, a lot of times it is … sometimes older adults who are in to the whole Fitbit phenomenon whereas younger people probably grow tired of it pretty quickly as they gravitate towards it. But we were certainly shocked by that.

The other thing that I was relatively surprised about was just how many people listed Health Risk Assessments and biometric screenings as a program that they liked. I was under the assumption that the people didn’t like them. I do have an explanation for that. I think that because they are so pervasive throughout wellness and they have been around for so long, I think it’s a recognition factor. And when people see that, they are familiar with it and may list it as program that they like.

Jen Arnold: And, it also said that sometimes when it’s tied to that premium incentive, they think … you know, it’s like spun as a reward that you get, there is something-

Brett Powell: Yeah.

Jen Arnold: “Yes I save all this money on my health insurance because of it.” So, I wonder if that’s part of it as well.

Brett Powell: Right. Yeah, it’s associated with something positive. The last thing I would say I was surprised about was in the incentive area of the questionnaire and survey. We asked about if they would enjoy receiving a Fitbit as an incentive and one of the other options was not needing an incentive at all. There was actually no significant difference between desiring a fitness device as some sort of prize and not needing an incentive at all to be healthier. So, I found that to be pretty interesting.

Jen Arnold: What so you mean? Explain that. I didn’t understand that one.

Brett Powell: So, as a reward for participating in the wellness program, the participants in the survey had an option to say how much they would value receiving a Fitbit or a fitness device as a reward for participation. Another answer to that question was that they don’t need a reward at all. They don’t need an incentive, and there was no statistical significant difference between those two options.

Jen Arnold: Wow. It is really interesting.

Brett Powell: Yeah.

Jen Arnold: Okay. So, when you get the survey and you get … did you get more of the people who were joiners and the ones who just do it for the love of wellness … you know, because they want to participate? Were you able to get some naysayers in there? Some of the wellness haters?

Brett Powell: Yeah. I think it was a fairly representative population. We had organizations that sent it out to all of their populations, and some of which designed it as sort of a requirement of the participation in the wellness program. So, you didn’t just have individuals who are raising their hands saying, “Yes I want to fill out the survey.” So, we definitely saw, in the responses, people who were … who didn’t view wellness favorably in different aspects of the program. So, I do feel it was fairly representative.

Jen Arnold: And then, did the incentive … the fitness device incentive, did that go … Was that consistent among all generations? That they were good either way-

Brett Powell: Yeah. So, that result was across the generations. When we compared it across generations, that was the result. Yeah.

Jen Arnold: So, did you ever use that whenever you were going talking to clients to talk about incentives and-

Brett Powell: Absolutely. You better believe it.

Jen Arnold: I was like, “I’m going to pull that thing out of my back pocket all the time.”

Brett Powell: Yeah. I mean there’s a lot of other existing research … thankfully I think there’s a lot of other existing research related to incentives in the field. So, I can always point to some of the other data that exists, but it’s nice to be able to reference our own as well, to add on to what we already see in the field.

Jen Arnold: Yeah, the more, the better. I find sometimes when there is personalized thorough survey to say, these people say they … that they do not need-

Brett Powell: Right. It takes on a different messaging. What I can say researcher, we found this and showed them the study that I conducted. It’s a little bit more, you know, when it’s front-center like that, I think it’s a little bit more of a strong case, as opposed to saying, “Oh, well out there in England there was a study that was done and, you know-”

Jen Arnold: Right. Well, right, there’s tons of research on incentives and how they don’t work, but yeah people … I actually saw something on LinkedIn the other day that a wellness vendor, not to be named, put in there like, “the 10 reasons you should use incentives in your wellness program.” And I was like, “What? This cannot be 2017 and people are putting that out on LinkedIn. It is a little unfortunate.”

Brett Powell: It’s surprising but sometimes not surprising, too. You know… vendors have various motives. We have to fight that stigma here at the institute as well. But, yeah. It’s a shame.

Jen Arnold: It is. I find it sometimes with employees, like working with clients, so the employees are like, “Yeah, people need incentives to go do things.” They feel like that’s normal. You go offering them and then of course they’ll participate And of course the counter argument is “I’d rather not pay people to participate.” If they don’t want to participate, then I need to do a better job trying to engage them.

Brett Powell: Right. Plus, we know our goals are not just to get people to show up, our goals are behavior change, and the research is quite clear that long term behavior change cannot be enhanced with incentives. In fact, it can be hurt. So, we’ve got to frame it in terms of, “What are the long-term objectives?”

Jen Arnold: Right. So, thinking about the research you did, how can you apply that, now that there are the most generations in the work force of all time. I’m saying this very poorly, but there are how many generations that in the work force today?

Brett Powell: Yeah. So, we’ve got, by a lot of accounts now five, because generation Z, which is a subset of millennials, even younger are entering the work force now. But by any measure, even if it’s four, it’s the first time that you’ve had four generations working side by side in the history of the US work force. So, yeah, there’s certainly a need to take a look at this generational diversity.

I mean, the thought that a 25-year-old millennial is going to have the same health concerns as a 55-year-old baby boomer, or even the same preferred learning methods, motivations, I mean, that’s quite frankly naïve thinking. Taking a look at these issues is important. We can take a look at the topics that are inherently interesting to the various generations. So, we know that, like I mentioned, managing chronic disease and preventing injuries, that’s going to be a topic that’s going to be interesting for older adults.

So, we can actually target programming based on topics of interest. There’s other topics … A topic like improving energy and productivity throughout the day. That’s something that is agreed upon. All generations equally enjoy that topic. So, that’s handy to know. These kinds of things are really good to know when you are planning for topics to cover throughout the year with the wellness program.

The other thing is; there’s other topics that are inherently interesting to younger people. We found that healthy cooking classes are inherently interesting to younger people. Sleep enhancement is more interesting to younger generations. That’s not to say that older generations also don’t like them, but they were preferred more strongly by younger generations.

Jen Arnold: Yeah. I’m guessing it’s the healthy cooking, I’m writing this down, the healthy cooking because they may not know how to cook, right. Is that right-

Brett Powell: Yeah. And you know what, that’s another one that was contrary to hypothesis. I would have thought going in to the research that because older people are cooking more, that they might be more interested in that, but you’re right, they may already know what they are doing, and younger people don’t necessarily know so they might be more interested in learning it.

Brett Powell: Yeah. For sure. For sure. When it comes to mobile apps, it was overwhelming. The number of younger generations, millennials in particular, that were interested in utilizing mobile apps to participate in wellness programs or take a look at health information. The same goes for health websites. We have a survey question around, “What are you going to do when you feel ill?” Older generations were much more likely to want to speak to their doctor whereas younger generations were more likely to take a look and research the internet. But we did-

Jen Arnold: Self-diagnose yourself with a few different diseases through WebMD, right?

Brett Powell: No. Yeah. So, we did see that throughout though. Where younger generations were more likely to utilize technology when it comes to either researching things about their own health or participating in programming.

Jen Arnold: Okay. So, let’s just say you are working with the group, the wellness committee, and ambassadors to the client you are talking about, how do you specifically apply these results? So, the generational differences, do you just bring it up when they are coming up with ideas just like, “we’ll consider millennials, or consider baby boomers, etcetera.”

Brett Powell: Yeah. I’d say there’s two primary ways that I advise clients to actually make use of this data. One is in the programming. Selecting topic areas that are going to be interesting to the various generations. Another way, which I actually think is more important, is not necessarily the type of program but the way in which you communicate that program. We have found overwhelmingly that generations respond to the messaging around the program in vastly different ways.

It’s quite consistent where older generations are much more likely to participate for the health reasons of the program and that’s the primary way in which wellness programs are communicated. Participate in this working program, it will increase your physical activity, which is good for your health. Participate in this nutrition program because eating healthy is good for your health. So, it’s all sort of this health motivations.

Younger generations, we have found consistently with our study, and in other studies, that that motivation doesn’t work quite as well. Younger generations are much more interested in participating in a program because there is some sort of greater good involved, or it’s a benefit to the community or society at large, or there’s a moral or ethical reason why, or a social justice reason why this program will benefit the greater good. So, the program doesn’t even necessarily need to change, but the marketing and the messaging around that program needs to be inclusive of those different motivations.

Jen Arnold: So then we have one, let’s just say you do a sleep health or sleep enhancement program, then you would just need to have maybe two to three different communication types messages?

Brett Powell: Exactly. So, rather than just sending out one message around that sleep program, I’d have multiple messages that go out so that you are appealing to the various generations.

Jen Arnold: I think that’s really a smart thing to think about. A very tangible tip, and I was going to ask you for one tangible, so that’s very tangible. Is there anything else that we can pull from the survey to use in practice?

Brett Powell: Yeah. I mean, I would say to that … I can point to a couple of examples of the switching of the messaging. One of the things that we do here at our office, we conduct a … it’s essentially a lunchtime walk, but we consider it more of like a social health hour where you can communicate and talk with your colleagues as we walk around the neighborhood behind our office. So, that’s the way we look at it. We don’t look at it as a way to get our stats and we look at it as a time to talk and decompress with our colleagues.

Another one is, if you are looking at purchasing fruits and vegetables from a local farmers’ market, there’s a health benefit of that too, increasing fruits and vegetables consumption. But younger generations might like to hear that it’s more environmentally friendly and you are supporting the local economy. So, those are a couple of examples of switching up the messaging. The other really tangible thing that I would say is important that we’ve learned from the survey is that it’s really important to include multiple modalities of communication. Ideally allowing the employee themselves to choose the type that they want to interact with.

Don’t assume that you can put all of your information throughout an elaborate health portal and communicate all of your messaging electronically. Ideally you are offering telephonic, digital, meaning computer, mobile also, face to face, if possible, and then print. So, when we see programs that offer all of these modalities of communication, those are the ones that tend to have the highest engagement, from what we found.

Jen Arnold: Is there anyone who wants to talk on the phone anymore, or is it just me? I’ll do a podcast, but I don’t like to talk on the phone.

Brett Powell: You know what? I mean, we do a lot of health coaching here predominantly telephonic, and you’d be surprised, people are willing to talk on the phone. It’s generally older generations, but that’s not hard and fast. I mean, there’s younger people that enjoy talking on the phone as well. So, I think you can create a personal connection over the phone that is not easily replicated through email or certainly digital programming that comes out. So much of health is personal, and I think the more personal we can make it the more effective we’ll be.

Jen Arnold: Yeah. I have to say just from this perspective, it’s nice now that I started dealing with video. Although it’s a little bit of a pain because I actually have to take a shower for these. But, it’s nice because you can actually see the person, right. So, it’s not just the phone conversation, I actually like the video chat where you can see somebody. It’s really nice.

Brett Powell: Yeah. I always … I’m kind of weirded out when I do webinars and I know I’m speaking to like 300 people, but I have no idea what the reactions are. If I say something that might be funny, there’s no laughter or the other end or anything except for … but yeah this is nice. I do like to see your face. I think you should go with the video, even if it does require a shower once in a while.

Jen Arnold: God I’ve got to take one, you know. It complicates it further!

Brett Powell: Yeah.

Jen Arnold: Some days it just doesn’t happen. So, anything else, anything I didn’t ask you that you want to impact your wisdom on the audience?

Brett Powell: I always say the nice thing about the generational issues and the information that we have is that it is readily available. I mean, we published our study, it’s available for free. I don’t know if you’ll provide pooling to it on your … yeah, so they can … any listeners can download it for free. I would encourage organizations to conduct their own similar surveys. It’s essentially a glorified wellness interests survey and we accounted for age and we were able to sort by age.

So, I’m even happy to provide our questions set if somebody wants to take the survey and conduct it at their own population. I think this data is valuable enough and accessible enough that people should be using it. I mean, generational diversity is not a taboo subject. We can talk about it. I would encourage people to get input from the various generations. Everybody knows a millennial they work with, they know Gen X, they know baby boomers, and maybe they know a traditionalist of two, so run ideas by them.

If you are going to have a wellness committee … I always used to read within wellness committee literature that you should have a representative from different departments around the organization. I would say you should have at least one representative of each generation on that wellness committee, so that as you are planning programs, you are at least getting feedback from one member of each generation. So, I would just encourage individuals to think about generational issues as they are planning, and feel free to solicit the advice of other generations that maybe different from themselves.

Jen Arnold: Yeah, I’ve decided that, too. I run a wellness investment group for a client and I … Some of the younger people I’ve … I’m a very sarcastic person, so I enjoy it. They’ll just tell me like it is, I’m like, “Thank you. This is really what I want to hear.” But, I think that’s a great point. Making sure that you are getting different generations in that group. You’ll get different answers and that’s what you need, right. You need that diversity.

Brett Powell: Surprisingly different answers. I mean, it’s amazing and sometimes you don’t think about it because if you are just running ideas by people of the same generational cohort, you think that you’ve got a great idea because everybody agrees. But the minute you start to solicit some feedback from other generations, you might be surprised, and you might be able to, not necessarily change the entire course of your program, but just create channels that more easily engage other generations.

Jen Arnold: Right. I’ll give you one more example. I’m one of those people like, let me just send you an email, it’s going to look ugly I’m not going to jazz it up or anything. There’s one lady that was mentioning a motif and was like “I’ll take it, make it look nice and put it on a poster.” I was like, “Thank God for people like you,” because that’s just is not me. But I see things completely different from my own perspective and I need someone to go, “Yeah we need to jazz it up some and make it look good.”

Brett Powell: Absolutely. Yeah.

Jen Arnold: So, I’ll obviously link up the study in the show notes, but do you mind giving them your website, your contact information, you don’t have to give email if you’re not comfortable but-

Brett Powell: Oh, I’m happy to add to the pile of emails that I receive.

Jen Arnold: See something good Brett, for once.

Brett Powell: Yeah. So, our website is “healthylife.com” the actual survey is located at “healthylife.com/generations” and my email address is “bpowell@healthylife.com.” So, it’s just “first initial and last name at healthy life.com.” I actually enjoy getting emails related to any research I have done, generational issues. If anybody wants to have further discussions or questions, I’m happy to answer those emails. Those are a nice break from the typical emails that I get.

So, do feel free to reach out. Like I said, the survey is completely free, and if somebody wants to solicit me for the question set, I’m happy to provide that. I think it’s … we found such great value in it and of course we did it across a pretty wide population, but really honing in on your own population would be the ideal, in terms of gathering assorted data.

Jen Arnold: Yeah. I think that’s a really nice thing to offer and I hit you up for those survey questions.

Brett Powell: Yeah. I’m happy to provide them.

Jen Arnold: Well, Brett thank you so much for your time and your expertise.

Brett Powell: Jen it’s been fun. Thank you I appreciate it.

Mentioned links:

Brett’s Full Bio:

Brett Powell has been involved in the Wellness field for over a decade. He presently is a Vice President at the American Institute for Preventive Medicine, a URAC Accredited Wellness company located in Farmington Hills, Michigan. He also sits on the board of directors for the Michigan Wellness Council.

Brett is considered to be one of the nation’s foremost authorities on engaging the multigenerational workforce in wellness programs. Due to his expertise in this topic area, he is a sought after speaker at national conferences including the National Wellness Conference, the Art & Science of Health Promotion Conference, WELCOA, and American Heart Association. He has also written extensively on the subject including an article published in the American Journal of Health Promotion.

He was voted one of the nation’s top 50 Health Promotors of 2016 by the Wellness Council of America.

He was instrumental in the development of a comprehensive wellness program for the largest insurance company in Peru, the first program of its kind in South America.

Brett is a certified Wellness Program Coordinator. He also has a degree in Psychology from the University of Michigan. He enjoys utilizing his background in Psychology to help organizations provide suitable programs that ensure positive behavior change. Brett’s career is motivated by the prospect of affecting one person’s life in a positive manner, let alone the lives of many.